I’ve written a number of books about hiring, Hire with Your Head and The Essential Guide for Hiring & Getting Hired, and a bunch of cool courses on LinkedIn Learning covering the basics of Performance-based Hiring.
The "Win-Win" Performance-based Hiring Articles, Insights and Podcasts
In the rapidly evolving job market, the principles laid out a decade ago in The Essential Guide for Hiring & Guideremain fundamental – making the right hiring decisions requires long-term analysis, not short-term transactional thinking. As I told one job candidate long ago, “Don’t make long-term strategic decisions using short-term tactical information.” The advice changed his life. It will change yours, too. This image pretty much describes how hiring decisions need to be made.
Hiring for skills is a popular trend among employers who want to broaden the talent pool to include more diverse and fully qualified candidates. Instead of relying on credentials, such as degrees, certificates, or years of experience, skills-based hiring focuses on the abilities and competencies that are relevant for the job. This approach can have many benefits, such as expanding the talent pool, reducing bias, and improving retention. However, it also comes with some challenges that need to be addressed in order to make it effective and fair.
On my first search assignment for a plant manager for an automotive products company the President of the group handed me an almost traditional job description. The almost part was that it was hand-written. The traditional part was that it was filled with the standard jargon listing skills, experience, academic requirements and the omnipresent “must have” competency, “be results driven.”
I just asked ChatGPT if Performance-based Hiring could be used to measure Quality of Hire. Its response is below.
Lydia greeted Alex with a concerned look, the hum of the coffee shop blending with the gravity of their conversation. Lydia, once his boss and now a mentor figure, was someone who could help him figure out how to make important career decisions.
Sherlock Holmes is a master of deduction: Using evidence to determine the crime and the criminal. Surprisingly, this same objective evidence-based approach can be used to interview a candidate for just about any skill, trait or competency. In an earlier post, I...
I asked ChatGPT to write a story about the legal and diversity hiring implications of using Performance-based Hiring based on this whitepaper from Littler. I was shocked by the story it wrote with such a simple prompt.